Boosting employee satisfaction through personalized benefits with Cleveland Clinic 

We were very interested in the Total Rewards Optimization tool that WTW offered. It gave us an opportunity to capture the voice of our caregivers, to truly understand their needs, to learn what they valued most, and what they were willing to trade off, unlike a traditional survey format. Cleveland Clinic had much to celebrate in terms of caregiver participation, receiving internal feedback, and really learning what our caregivers valued most and what they valued in our benefit offerings. We were able to analyze the robust data and identify areas of opportunity across many domains, beyond just pay. And finally, I would really be remiss if I didn't mention that the Total Rewards Optimization modeling tool enabled us to run various scenarios and how those might affect the overall perceived value of our benefit offerings.

Our team was able to utilize the results to create awareness and understanding of what Cleveland Clinic has to offer. As I mentioned earlier, we had much to celebrate, and we wanted to spend the time to celebrate those successes and really create access and awareness around what Cleveland Clinic had to offer across all our caregiver groups. We felt that there was a gap with our caregivers in terms of access and awareness of the programs, and the survey highlighted where we could celebrate that.

In addition, coupled with some external benchmarking that we did with WTW, the Total Rewards Optimization tool, or what we coined at Cleveland Clinic as our Benefits Preference survey, truly articulated the voice of our caregivers and allowed us to understand the similarities and differences within our caregiver cohorts. The ability to run data and use all the demographic robust data was very powerful for our caregiver cohorts.